Trait Factor Theory

The Trait-Factor theory of career development goes as far back as the early 1900’s and is associated mostly strongly with vocational theorists Frank Parsons and E.G. Williamson. Some of the basic assumptions that underlie this theory are:

BASIC ASSUMPTIONS: Every person has a unique pattern of traits made up of their interests, values, abilities and personality characteristics, these traits can be objectively identified and profiled to represent an individual’s potential.

Every occupation is made up of factors required for the successful performance of that occupation. These factors can be objectively identified and represented as an occupational profile.

Every person has a unique pattern of traits made up of their interests, values, abilities and personality characteristics, these traits can be objectively identified and profiled to represent an individual’s potential

It is possible to identify a fit or match between individual traits and job factors using a straight forward problem-solving/decision making process.

The closer the match between

personal traits and job factors the greater the likelihood for successful job performance and satisfaction.

Trait-factor theory has been around for a long time and is still being used by many career practitioners in one form or another. Many of the aptitude, personality and interest tests and occupational information materials that emerged from this approach have evolved and remain in use today (e.g.,True Colors, General Aptitude Test Battery, Data-People-Things Interest Test, occupational profiles and the ever expanding computer-based career guidance programs).